Performance appraisal, reward & recognition program in Sri Lankan leading media services organization

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As per my experience a leading media services organization in Sri Lanka is having a good performance management system and a reward & recognition program. At the begging of a year, the supervisor and the subordinates will have a one-to-one formal discussion to set the individual targets for the year those are driven by the company strategy. For an example for the year 2022, one of the company strategies is to automate all the processes i.e “zero manuals”. So, all the relevant employees have a goal related to automation for the year 2022. The employees will update the finalized goals in a web-based performance management tool which will be approved by the immediate supervisor and verified by the skipped supervisor and then the HR division.

HR team will trigger monthly check-ins in the system to update the progress of the goals to be approved and verified by the supervisor and skipped supervisor. The supervisor can provide feedback through the system. After 6 months HR team will trigger a one-to-one discussion with the supervisor as a mid-year review. HR team will provide the training materials and guidelines on how to conduct an effective evaluation and how to behave in the discussion. After the discussion results will be updated in the system. At the end of the year, system triggers another one-to-one discussion as the annual review. After the annual performance discussion, the employees will update the self-evaluation in the system which will be again approved and verified by the supervisor and the skipped supervisor. Final evaluations will be sent to HR division through the system. The senior management and the board of directors will assign a ranking for the company depending on the company performances. Depending on the company performances and employee performances, employees will be assigned a performance ranking. After receiving the ranking there will be another on-to-one discussion session between the subordinate and supervisor.

360-degree feedback method is also available in the system, but it is not much used. The training needs can be updated in the system by the subordinate or the supervisor. The HR team will provide the opportunity for the employee grievance process for those who won’t satisfy with the performance rank. The employee will have to submit the grievance to skipped supervisor.


Reward and recognition programs in the company

  • When the company has achieved quarterly targets, employees will be benefitted with a quarterly bonus. If not, it will be on-hold until the annual targets are achieved.
  • When the company has achieved annual targets, employees will be benefitted with an incentive bonus.
  • Annual salary increment percentage is dependent on the employee ranking in the annual performance review.
  • Annual awards ceremony is used to recognize the best projects and performers.

  • Quarterly budget allocation for R&R (Reward and Recognition)  celebrations.
  • The appreciation certificates will be awarded for the staff who have done any outstanding work or project.
  • Monitory reward will be given for the successfully completed projects to celebrate.
  • Depending on the performance, employees will be promoted for the next level.
  • Outstanding performers might get double promotions.
  • Depending on the company priority, necessary external/foreign trainings will be provided.
  • The poor performers will move to a 3 months or 6 months of performance improvement plans.

 

Improvement points.

  • Employees will be graded on a curve depending on the individual and company performances.
  • In the company, purpose of the performance appraisal is to develop as well as to evaluate the employees. It will be beneficial for both the employee and employer to use 2 types performance appraisals, one for developmental purpose and another one like 360-degree or 720-degree appraisal method for evaluative purpose.
  • The goals may be qualitative or qualitative. However, company should focus more towards quantitative goals to reduce the errors related to the performance appraisals 

Comments

  1. Nimshi RanawanaSeptember 2, 2022 at 8:47 AM

    As per your conclusion, my personal thought is that many companies should adopt 360 degree or 720 degree method when conducting the performance appraisal for the employees.

    ReplyDelete
    Replies
    1. Dulshan EdirisuriyaSeptember 4, 2022 at 12:26 PM

      Hi Nimshi, Yes 720 degree and 360 degree feedback appraisal methods are suitable for many companies. But all the the methods have pros and cons.

      Delete

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